Overview: Employees seeking to build a career, and not simply satisfy job requirements, will focus on their options for professional development. These employees will not only perform their job responsibilities adequately, but will look to expand their job duties, explore special projects and compete for promotional opportunities.
An employee's professional development can occur through on-the-job training, through in-house employee training and development, or through outside certification or degree programs. Therefore, employers should offer sound training and development packages and institute career planning policies that will communicate to employees the organization's commitment to employee growth. Allowing employees to continue their professional education, either through the maintenance of certification requirements (such as CEUs or CLEs) or the procurement of advanced certification, leads to a richer pool of in-house leaders.
Trends: Employers offering educational assistance programs to employees must stay abreast of changes in federal and state tax laws setting tax-free contribution limits and specifying certain excluding circumstances.
Author: Marta Moakley, JD, Legal Editor
Updated to add certifications and provide information on revised eligibility and testing requirements.
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Employers should strive to provide employees with career development opportunities as part of the organization's overall talent management and succession planning efforts. Employers may use data from this form to inform strategic decisions regarding the organization's overall training and development programs, to explore available educational partnerships and to align total rewards programs to business goals.
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An employer may use this form to document the completion of a training course by an employee. Whether internal or external training methods are used, training employees affords an employee an opportunity for growth and further develop their job skills.